ORGANIZATIONAL CHANGE MANAGEMENT
Every organization will
undergo a change at some point to retain in a high competitive environment
while improving its efficiency and effectiveness. These changes can be new
staff recruitments, new product launches, operating system change, which have
significant impact on the journey of the business and all the team members of
the business.
Organizational Change Management (OCM) is the
overlook in a changing process to overcome the issues and guiding the employees
through it. It is important to learn about what is the change and it process
and expectations. Although change is challenging and intimidating in a way it’s
a major opportunity for growth for the organization and career advancement for
employees as long as you manage and approach it.
WHAT IS
ORGANIZATIONAL CHANGE MANAGEMENT?
Change is an action taken by organization which
reflect or alter major component of its operation, such as its culture, the
underlying technologies or infrastructure it uses to operate, or its internal
processes.
Organizational
Change Management (OCM) is the process of planning and implementing change in
organizations in such a way as to minimize employee resistance and cost to the
organization while maximizing the effectiveness.
We can observe three major phases in OCM process.
1. Preparation
2. Implementation
3. Follow
up
Many factors cause OCM and most common faced by
managers include:
• New
leadership to the company or within its departments
• Shifts
in the organizational team structure
• The
implementation of new technology
• The
adoption of new business models
TYPES
OF ORGANIZATIONAL CHANGE
OCM is a board term to
think but we can simply segregate all these changes to two major approaches. Some
changes are a substantial evolution in the direction of a company while others
focusing instead on a small aspect of a firm. So the two types of OCM are
adaptive change and transformational change.
Adaptive changes are
small, these changes are minor modifications and adjustments that managers fine-tune
and implement to execute upon business strategies. Throughout the process,
organization may add, subtract, or refine processes.
Eg- Organization is
upgrading its computer operating system
Transformational changes
have a larger scale and these changes take considerable time and money and need
extra energy to implement. These changes involve in shift in mission and
strategy, company or team structure, people and organizational performance, or
business processes. Companies has to make transformational changes to respond
to external environment issues like new competitor entrance or changes in
suppliers ect.
Many changes will fall
somewhere between adaptive and transformational changes. For this reason,
managers need to understand that the change process must be tailored to the
unique challenges and demands of each situation.
WHY IS ORGANIZATIONAL CHANGE MANAGEMENT
IMPORTANT?
Due to followings and many other reasons change is
necessary for companies to succeed and grow.
·
In according to the business operating
environment changes, it ensures smooth company transition by saving cost and
time
·
This drive the successful adoption and
usage of resources in the business
·
It allows employees to understand and
commit to the shift and work effectively
·
Result employee motivation and skill
development and better working environment
Simply, a lack of effective change management can lead
the organization to fail.
PREPARING
FOR ORGANIZATIONAL CHANGE
To prepare for an
organizational change, it’s important to understand the shape of change and why
it is critical and deliver the message within the organization. It is important to have a clear explains how
the business and its employees, customers, and constituencies will be affected.
Then, implements a plan
that clearly articulates and measures success with explanations. It is
important to ensure that this change plan align with the business goals and
organization sustainability. Early attentions over the challenges may arise and
be prepared with flexible answers. Celebrating victories along the way will
keep the motivation.
After successfully
executed it’s not the end and still you have to be alert about outcomes and
keep the employee aligned to it and adjust the business practices and goals
accordingly.
DEVELOPING THE SKILLS, YOU NEED TO
MANAGE ORGANIZATIONAL CHANGE
Within the organizational change process, each and
every level of people have different goals and tasks to perform and many staff members
may have heavy detail work with longer tenors.
To carry out the change process, it is important to
set skills leaders to lead the process and these leaders have to be courageous
by taking on risk and set examples for the rest. They should clearly articulate
the big picture to the company while assisting others for the transitions. it’s the primary responsibility of a manager
to know how to design, direct, and shape change processes.
To achieve a successful change process, you must develop
following skills within manager’s level.
·
Clear and effective communication skills
·
Listening skills, to their team and
colleagues
·
A highly developed level of emotional
intelligence
·
Strong organizational skills
·
Judgment skills for factors
·
Problem-solving and decision-making skills
·
Delegating skills
Many managers experience organizational change
throughout their careers. By learning how to preempt and address the challenges
associated with change, you can ensure you’re equipped with the skills and
knowledge needed to manage it.
Conclusion
Organizational change is necessary for companies to
succeed and grow. Change management drives the successful adoption and usage of
change within the business. It allows employees to understand and commit to the
shift and work effectively during it.
Much has been written about the nature of change and
the best methods to manage it. Based on the facts that I stated, hope you have
a better understanding of the steps that must be taken to ensure that change
efforts and to manage the impact.
In sum, the framework for Organization Change
Management provides a powerful and useful overall effort for ensuring success
in an organization.
In this article, I examined five of the most well
known and popular models of the change process: Lewin’s three-step model,
Kotter’s eight-step plan, Harris’s five-phase model, Fullan’s change themes
set, and Greiner’s six-phase process.
References
Armstrong, Michael;,
2006. A Handbook of Human Resource Managment Practice. 10th ed. London:
Kogan Page Limited.
Kritsonis, Alicia,
2005. Comparision of Change Theories. INTERNATIONAL JOURNAL OF MANAGEMENT,
BUSINESS, AND ADMINISTRATION, 8(2005), pp. 1-2.
Techtargetcontributor,
2009. TechTarget. [Online]
Available at: https://searchcio.techtarget.com/definition/organizational-change-management-OCM
[Accessed 31 JULY 2021].
Udoh, U.,
2018. Researchgate. [Online]
Available at: https://www.researchgate.net/publication/327825560_Job_Analysis_and_Design
[Accessed 10 August 2021].
Hi Sunith, Actually this is bit interesting article. Because sometimes organizations may not expect to make changes, since they satisfied with the way of progressing. But as you mentioned, it is important that the management or the leadership of the organization to put a small mind time to understand about which kind of changes can be more effective on development of the organization.
ReplyDeleteThanks Duminda, for the comments made.
DeleteThis comment has been removed by a blog administrator.
ReplyDeleteThis comment has been removed by a blog administrator.
ReplyDeleteOCM is an important factor for the growth and the succes of an organization and it is a good process to overcome the issues and to manage
ReplyDeleteemployees.You have very clearly explained all this factors.
Thanks Bhasitha, for the comments.
DeleteMost organizations face with urgency of change in their daily operations however, their views on change differs. Any effort to change may face resistance so organizations should mechanize ways to minimize the resistance level, hence promotes a smooth transition of change. Leaders and managers have big role to play in instituting the change and they should serve as models to effectively manage the change. Thanks for sharing
ReplyDeleteThanks Harsha, Thanks for the comments Also.
DeleteHello, Sunith. The contents were clearly stated. Change is essential for an organization's long-term sustainability. Not only to the organization, but also to the employees, who should be self-motivated in their work. Thank you for sharing a informative topic.
ReplyDeleteAll the best for your upcoming posts.
Thanks for the comments Praveen.
Deletechange management is a framework for managing the effect of new business processes, changes in organizational structure or cultural changes within an enterprise.
ReplyDeleteA systematic approach to CM is beneficial when change requires people throughout an organization to learn new behaviors and skills. By formally setting expectations, employing tools to improve communication and proactively seeking ways to reduce misinformation, stakeholders are more likely to buy into a change initially and remain committed to the change throughout any discomfort associated with it.
Nowadays, the CM is the key feature of management and most of the companies have a CCMO , chief change management officer to in charge the process of CM effectively. A great topic to discuss.
Thanks for the comments Oshadha,
DeleteHello Sunith, nice article with lots of information.
ReplyDeleteChange management refers to the process, tools, and techniques used to manage the people side of change in order to achieve the desired business outcome. Change that is successful addresses both the technical and the human aspects. The focus of change management is on assisting individual employees in making their own personal transitions.So you have well describe all the things in details wise.its a good one, nice work.
Thanks Umesh for the comments.
DeleteSuccessful management of change is essential for any organization to survive and thrive in the current competitive and dynamic business environment.In order to make effective change efforts, management and organizations must ensure that strategy for change must be in line with the corporate goals and objectives.
ReplyDeleteThanks for the comments Rukmali,
DeleteChanges happen rapidly in the Business world and it is extremely important to adapt accordingly to ensure the sustainability of the organization. For that the HRM is responsible to implement strategies under Change Management.
ReplyDeleteThanks Gangani, for the comments made.
DeleteChange management is in charge of the organization's successful adoption and implementation of change. It enables employees to comprehend the shift, commit to it, and perform well during it. If proper organizational change management is not done, company transitions can be challenging and costly in terms of both time and resources. Finally, a lack of skilled change management may result in the organization's demise.
ReplyDeleteThanks Nadeeshan for the comments,
DeleteInteresting article Sunith.I believe that the lack of job security in the changed environment is one of the main reason that most employees reluctant to change themselves from what they do. As a solution for this. the employer can build a good relationship with the workers and if they believe the management is offering the best solution for them, the employees no fear for the change. Thank you for sharing, keep it up
ReplyDeleteChange is constant and no doubt for a culture of business environment too. With the increasing advanced technologies, products and innovation the organizations are forced to change internally and externally in order to make realistic plans and to identify opportunities and threats for survival and sustainability. An important topic to be discussed. Worth to read.
ReplyDeleteGreat Article Sunith! fearing change is normal for any human being, however rising above that fear & successfully overcoming it is the real sign of a successful leader, as it is said that "Change is the only constant in the world" overall well put together, well done
ReplyDelete